Pay is a major determinant of the employment of under‐represented groups. Sometimes, work is not financially rewarding for would‐be workers. On the other hand, if pay is too high vis‐à‐vis market realities, it will act
as a demand barrier to employment. And non‐financial factors, such as the possibility for women to reconcile work and family life, also matter. How can "make work pay" policies help improve the employment prospects of under‐represented groups?
To what extent can family‐friendly policies and flexible work arrangements, such as part‐time jobs, facilitate access to employment for these groups?